The Productivity Commission has recently published a disappointing draft report into “current structure, performance and efficiency of the retail sector and impediments to its contribution to the Australian economy”.

The report arose out of grievances by retailers about the threat of online retailing to the Australian “bricks and mortar” retail industry, and particularly public criticism made by large retail interests regarding the failure to impose a GST on goods purchased overseas for less than $1,000.

Trading hours and wages are to blame?

The report, consistent with its unnecessarily broad terms of reference, went much further than considering this specific issue and took aim at your working hours, your job security and your wages and conditions. Specifically it recommended:

“Major restrictions which require improvements are ...

- trading hours regulations which interfere with the industry \\\\\\\' s ability to adapt and compete in a more globalised market

- constraints on workplace flexibility such as obstacles to the greater use of enterprise bargaining and the adoption of best practice productivity measures.”

These recommendations were urged by some large, profitable shopping centre and retail interests intent upon using fair and reasonable minimum wages and conditions as the scapegoat for their own widespread failure to innovate, the high rents imposed by wealthy shopping centre landlords, the relatively high Australian dollar, increased competition within the sector and the increasingly frequent determination of some retailers to reduce customer service by cutting staffing levels; as a consequence, becoming architects of their own diminished market share.

But let’s be clear - these large, profitable business interests blame your right to a fair and reasonable minimum wage, penalty rates for work on weekends, nights and public holidays and the right to refuse to work on public holidays for an estimated loss of 2% in market share to overseas online retailing!

Less worker bashing – focus on practical solutions to real problems

These myopic and detrimental recommendations have also overshadowed other more practical and important recommendations made by the Commission.

For example, the Commission has recommended the strong consideration of lowering the GST exemption for imported goods, reviewing planning and zoning regulations and further review of retail tenancy lease arrangements.

Some of the recommendations in these areas have strong merit. Some, unfortunately are merely designed to preclude third parties (i.e. the local community, workers and their union) to have a voice and a say over planning matters in their communities.

Retailers and neo-conservatives go for the jugular

Sparked by the recommendations relating to trading hours and wages and conditions, some retailers and their neo-conservative political allies have leapt upon this opportunity to go for the jugular.

Without any basis in logic or fact, some retailers immediately began calling for changes to “rigid workplace laws” that were allegedly “driving up retailers’ costs” and “stifling productivity”.

In recent weeks well-funded employer lobby groups have launched a new, co-ordinated assault on basic wages and conditions in the retail sector.

This attack has been aided and “Abetzed” by the Liberal Party. Under attack are minimum wages, penalty rates, unfair dismissal and other protections provided by industry awards.

In other words, it’s the same old employer rhetoric used to bring back WorkChoices by stealth. It’s like a bad nightmare which keeps on coming back to haunt you.

10% wage cut and reduced award penalties

The National Retail Association (NRA) has recently announced its intention to make an application to Fair Work Australia seeking to cut minimum wages in the retail industry by 10% and to reduce penalty rates on weekends and at nights. This latest assault follows quickly on the heels of its ongoing campaign to malign and cut your right to a minimum shift length of 3 hours under the modern award. It also follows the ongoing public advocacy of the NRA (and other employer groups) to dismantle unfair dismissal rights once again.

In a breathtaking bout of pretence Westfield also thinks it’s on a winner blaming retail industry minimum wages for the current softness in retail spending.

Westfield, one of the largest and most profitable shopping centre owners in the world, has suggested that high labour costs are contributing to increasing prices for consumer goods and could lead to job losses in the retail sector.

That’s right, read it again. Shame on you for earning the minimum wage! If you lose your job, according to Westfield, you’ll only have yourself to blame for earning the minimum wage. Clearly increasing prices for consumer goods have nothing to do with the sky-high rents which Westfield charges its small retail tenants!

Resurrecting the ghost of WorkChoices – for retail workers

When Tony Abbott promised before the last election that WorkChoices was “dead, buried and cremated” did you really believe him?

Well, if you were hesitant or just wanted to give him the benefit of the doubt, please lay any dwindling uncertainty to rest because the Liberal Party is resurrecting the same old agenda – lower wages, cut or reduce penalty rates, destroy unfair dismissal rights and remove other minimum entitlements.

All of these positions have been articulated explicitly or supported implicitly in recent weeks. The employers may be at the vanguard of the attack but the Liberal Party is obediently following with supportive comment in their wake.

Muzzled before the last election because of the tarnished WorkChoices brand, they won’t call it WorkChoices but the agenda remains the same. Have a look at the recent comments of both senior Liberal Party shadow spokespeople and back benchers alike to appreciate the seriousness of the attack:

Joe, Eric and John – anyone for a spot of tennis and a cuppa coffee while we cut penalties?

Joe Hockey spuriously suggests that reducing penalty rates at 3am in the morning is the remedy for competing with online retailing!

The shadow treasurer, Joe Hockey, said greater wages flexibility was needed.

“Online stores are open at 3 o\\\\\\\'clock in the morning but one of the challenges for retailers is that they have less flexibility than they previously had under the industrial relations system, ” he said.

“The question is whether they can get affordable labour at 3 o\\\\\\\'clock in the morning. ” (The Australian, 6 August 2011)

Eric Abetz is lathering at the prospect that the review of the Fair Work Act in 2012 will present an opportunity to help his big business mates and reassert his anti-worker ideology.

“The opposition workplace relations spokesman, Eric Abetz, called yesterday for the government to bring forward a review of its Fair Work Act that is scheduled for next year after the Productivity Commission called on the government to address workplace concerns when it conducts the review.”

And then we come to John Alexander, the prominent Liberal MP, former tennis player and commentator who was recruited by the Liberals as a celebrity candidate before the last election.

He has been caught on tape articulating a hidden Coalition agenda to scrap the penalty rate system which millions of Australians depend upon to meet their costs of living and to reintroduce individual statutory contracts (better known as AWAs).

Alexander, was recorded at a business forum in his electorate calling for penalty rates to be abolished and saying that workers should be forced to negotiate individually with their employer about their wages and conditions. He was reportedly recorded saying:

“It [weekend penalty rates] is something that must be addressed and it must be addressed without that position of the worker is king and must be given these rights.”

Later, Alexander, went on to say:

“I think you should be able to negotiate with your employer the conditions of your work. If penalty rates are not productive, if they’re not producing efficiency, they cannot be a good thing.”

With his privileged life of the professional tennis circuit and the media gravy boat, it is unlikely Alexander has ever sat down with a real worker to discuss the everyday pressures they face. Apparently, his quest to get a decent cup of coffee in the leafy well-to-do suburbs of north-west Sydney on a Sunday morning is more important than paying the workers who would make it a fair and decent wage.

Thank you to the ACTU for some of the material used in this article.

ACTU President Ged Kearney said the response to the Working Australia Census 2011 had been overwhelming, with workers clearly wanting a say in their future.

“An early analysis of Census data has confirmed what unions believed about the cost of living placing increasing stress on workers and their families, while the work-life balance has become more and more difficult to manage,” Ms Kearney said.

“Australians are working longer and harder but life is not getting easier.

“The ACTU conducted this survey because we want to ensure workers have a voice.

“The results of the Census will help shape our future campaigns and ensure that we are working to give Australians the better life they want and deserve.

“The Census results will be used to inform future ACTU policy and campaigns as well as provide insights into the working lives of working Australians and the issues that are important to them.

“We want to thank everyone who took the time to fill in the Census, because these are the people the ACTU represents and it is so important that their views are reflected in all of our campaigns.”

The ACTU is now analysing the data from the Working Australia Census, which was open for eight weeks until 1 July.

Headline results will be released in coming weeks.

Ms Kearney said respondents came from every state and territory in Australia and were aged from 15 to over 65.

An early analysis of 1,000 responses found the majority of Australians want greater job security and are struggling to cope with the rising cost of living, while improvements to technology have resulted in them performing more unpaid work outside of hours.

Ms Kearney said workers had a right to share in the benefits of a strong economy which was being reaped by employers at their expense.

“All workers deserve a share of our economy and must at least be able to afford to pay for the basics,” Ms Kearney said.

“They also deserve job security and unions believe this is a basic right, yet official data shows that 40% of workers are on casual and contract employment.

“Many of these workers don’t know what they will be earning from week to week and they want secure employment that meets the rising cost of their basic needs.

“Australian businesses are recording record profits, so it is simply not fair that so many people are in casual and contract work – many of whom want the security of permanent work.

“This is why job security will be a major campaign focus for the ACTU in the next few years. We are committed to work hard to support Australian workers so that they can provide a better future for them and their families.”

Ms Kearney said she was also pleased to announce the three winners of the ACTU’s Census competition, who will each receive $1,000 linked to an ME Bank account just for completing the Census.

The winners of the Census competition are Perth flight attendant Cindy Aitkenhead, Queensland nurse Matthew Dendle and Victorian library technician Lee Pattinson.

Ms Aitkenhead, a member of the Flight Attendants Association of Australia, has worked for Qantas for the past 15 years and said the increased competition among airlines had led to greater pressures on staff.

“In the end I’m in the union out of fear of what Qantas would do if there were no unions in air travel,\" Ms Aitkenhead said.

“They are the best way we’ve got of standing up for safety and conditions and having a say if something happens, or our working conditions are unsafe.”

Mr Dendle, who works as a nurse at a 14-bed hospital in Mungindai, on the QLD side of the border with NSW, is completing qualifications in psychiatric nursing and said his biggest workplace concern was the poor rate of pay nurses received for the amount of work they did.

He also pointed to the fact nurses had to spend their own money to keep their qualifications current as a major concern. Mr Dendle plans to use his $1,000 prize towards textbooks for his studies.

“I’ve had great experiences with the union, and it’s good to know they are there when you need them,” he said.

Ms Pattinson, a library technician at Neerim District Secondary College in Victoria’s West Gippsland said she had been a long-time member of the Australian Education Union, which she said had improved the conditions of education support workers like her.

“It’s about the recognition of our role as much as the money, acknowledging that we’re part of the team,” Ms Pattinson said.

She said most people did not appreciate the work that education workers do outside of school hours, or the growing amount of paperwork that they are required to do.

“I think it’s a real problem, there are teachers leaving the profession because they are spending too much time on it and not enough on teaching,” Ms Pattinson said.

On 10 July 2011, the Government announced a package of measures including a price on carbon pollution to secure a clean energy future for Australia.

In the climate change negotiations unions have advocated for a carbon price package that protects jobs, safeguards workers in trade exposed industries, unlocks clean energy industries, and supports households and communities while reducing Australia’s emissions.

We believe it is important that members understand the scheme, how it will impact them and their families and most important of all – their financial stability; rather than listening to the hype perpetrated by the Opposition, big business and certain sections of the media.

The following is a summary of the package with more focus on those parts that directly impact our members. A carbon price is not a tax on households, it will be paid by Australia’s biggest polluters – around 500 big polluters will be required to pay for their pollution.

These businesses will need to buy and surrender to the government a permit for every tonne of pollution they produce. The initial price for these permits will be $23 per tonne.

Some businesses will pass on the carbon price; in 2012 -2013, it is expected to increase the cost of living by 0.7%. To put this in context, this impact is less than one third of the price impact associated with the GST.

The most important part of the package for our members is the “Household Assistance Package”.

The “Household Assistance” package contains a progressive set of reforms to the personal income tax and social security systems that will deliver tax cuts to low and middle income earners.

The increased tax free threshold will mean that over a million low-income Australians will no longer have to complete a tax return.

Families will receive additional assistance through increases to Family Tax Benefit.

The average cost to households of the carbon price will be $9.90 per week; the average household will receive $10.10 per week in compensation.

Tax Cuts

All individuals with a taxable income below $80,000 pa will receive a tax cut. No one will receive a tax increase. From 1 July 2012, all taxpayers with incomes of up to $80,000 will get a tax cut, with most receiving at least $300 per year.

Further tax cuts will be delivered in 2015 for all workers with incomes up to $80,000, with most receiving a tax cut of up to $385 in total.

The centre piece of the changes to the personal income tax system is an increase in the tax free threshold from $6,000 pa to $18,200 pa from 2012. In 2015, further tax cuts will increase the tax free threshold to $19,400. This will free up to a further 100,000 Australians from having to lodge a tax return.

Social Security Payments

Some households will be eligible for increases in social security payments, on top of the tax cuts for low and middle income earners. Payments will increase to families receiving Family Tax Benefit, as well as recipients of pensions and allowances (like Newstart).

All families receiving Family Tax Benefit Part A will get an increase, worth up to $110 per child per year.

All families receiving Family Tax Benefit Part B will get assistance equal to a 1.7% increase in the maximum rate, worth up to $69 per family per year.

Tax cuts are on top of any increases in Family Tax Benefit.

There will also be a new Single Income Family Supplement, to be introduced on 1 July 2012. This will provide up to $300 per year to eligible single income families (between $68,000 and $150,000 p.a.) who would receive less assistance through tax changes compared with dual income families with similar incomes.

Age pensioners will receive assistance equal to 1.7% increase in the maximum rate of pension. This is an annual increase of up to $338 for singles and $255 for each member of a couple. Assistance to pensioners will be automatic and will start before the carbon price starts, through an advance payment of $250 for singles and $190 for each member of a couple paid in May-June 2012, then fortnightly increases thereafter.

People who receive the Disability Support Pension or the Carer Payment will receive assistance in line with the age pension.

Student allowances such as Austudy, Youth Allowance and Abstudy will increase by 1.7% of the maximum rate, this is an increase of up to $177 for singles, and more if they have dependent children. Jobseekers will also receive the 1.7% increase to the maximum rate of the Newstart Allowance, worth up to $218 for singles and $195 for each member of a couple.

If you wish to learn more about specific assistance available to you and your family, you can use the online estimator at: www.cleanenergyfuture.gov.au

Additional Measures

A range of other measures are included in the package to secure jobs and maintain competitiveness.

• The “Jobs and Competitiveness Program” will provide assistance to trade exposed industries affected to the value of $9.2 billion over the first 3 years. This assistance is in the form of free permits.

• The “Steel Transformation Plan” is a $300 million package to drive investment and innovation in the steel industry. For manufacturing more broadly, the package includes a $1.2 billion “Clean Technology Program” designed to help improve energy efficiency in manufacturing and support research and development in low pollution.

• The “Coal Sector Jobs Package” will provide $1.3 billion assistance over 6 years. It is focussed on providing assistance to the small number of gassy mines.

• Businesses will be assisted through an extension of the small business instant asset write off threshold to $6,500. A $40 million program will also be established to provide information to small businesses and community organisations on practical measures they can take to reduce their energy costs.

• The package includes $200 million over seven years in assistance for strongly affected regions and communities including employment and training support, community development and economic diversification and a range of other activities.

• The package includes a commitment to expand the Low Carbon Communities Program to $330 million to improve the energy efficiency of council and community buildings and low income households.

Sources: ACTU calculations; Clean Energy Future

It is an understatement to say the SDA is upset with the findings in the Productivity Commission report into problems in the Australian retail sector.

The recently-released draft report unfairly took aim squarely at your working hours, the issue of job security and your wages and conditions as contributors to the tight retail conditions in Australia. It recommended:

• Further de-regulation of trading hours; and

• Constraints on workplace flexibility – which translates into paying retail employees less.

These disappointing findings allow billionaire shopping centre owners and other retail interests to continue to make your lawfully-negotiated wages and conditions the scapegoat for their failure to properly position retail shopping for the 21st century.

Does any reasonable person seriously believe that cutting the wages of retail workers – already among the lower paid in our society – is a fair and reasonable response to the pressures retailers say they are under?

What about acknowledging the high rents imposed by wealthy shopping centre landlords, the lack of innovation by retailers, the high Aussie dollar, increased competition from on-line shopping, and the reduction in customer service levels by some retailers as the main contributors to the diminished market share that retailers are facing.

Unfortunately, the Commission’s report has encouraged the likes of the National Retail Association (NRA) to come out and announce that it will apply to Fair Work Australia for a 10 percent cut in minimum wages for retail workers and a reduction in penalty rates on weekends and at nights.

Who said WorkChoices was “dead, buried and cremated”? Apparently, no one told shadow Federal Treasurer Joe Hockey and Federal Opposition Workplace Relations spokesman Eric Abetz, who have both recently reactivated their anti-worker sentiments with media statements attacking penalty rates and the system of enterprise bargaining.

Retailers wore down Fair Work Australia to get the three-hour working minimum shift to 1˝ hours for school students, and with more Coalition MPs crawling out from underneath rocks to bash lowly-paid retail workers, it has to be said that WorkChoices still very much lives in the minds of the Federal Opposition.

Carbon Boost

A lot of nonsense has been written in the media about the Federal Government’s planned Carbon Price legislation. We help you understand the policy in the current issue of The Distributive Worker.

A carbon price is not a tax on households. It will be paid by the 500 or so large companies who are major polluters. To offset any price rises that may trickle down from these companies a “household assistance package” has been organised for families by the Gillard Government.

Given that a full-time shop assistant earns about $35,000 per annum, households earning two full-time shop assistants’ wages will be better off under the new tax arrangements than they currently are. Even storepersons at our major Distribution Centres with spouses in retail jobs would rarely earn the $110,000 per annum as a family required to push them into the category in which, as a family, they would be called upon to pay more tax.

Certainly, there will be isolated instances of members in households with a particularly high-earning spouse where the total tax bill, inclusive of the carbon tax, goes up but these cases will be rare exceptions.

It is clear from this analysis of the compensation package that very few members will have anything to fear from the introduction of the carbon tax.

Labor has tailored its compensation package very much in the interests of SDA members and their families, with the result that most members will be many hundreds of dollars per year better off under the proposed arrangements.

Those called upon to pay more will be those best placed to do so.

The ACTU and You

The biggest ever national survey of more than 41,000 workers has been recently carried out by the ACTU.

The survey results will be used to reinforce ACTU policies and campaigns. The results also give every union an insight into what issues are most important to our members.

For example, the survey shows that the majority of Australians want greater job security and that (surprise, surprise) improvements to technology have resulted in workers performing more unpaid work outside of normal hours.

So let’s see: a majority of workers are doing more unpaid work than ever, yet organisations like the NRA still talk about slashing retail workers’ wages.

They must be dreaming!

The Retail Employees Superannuation fund (REST) has earned 9.56% for its members in the year to 30th June, 2011.

Despite increasing instability in financial markets, REST was able to credit 9.56% in earnings to its members in the Core Strategy.

The return from investments was 10.71% for members in the Pension division of REST. These members enjoy a higher return as they do not pay tax on investment earnings.

REST Ahead in Medium Term

The most recent investment return keeps the REST fund ahead of the average of its peers over the medium term.

REST’s earnings are shown to be ahead of the average of its competitors over all time periods between 1 year and 10 years

. REST has been able to earn over 2% per annum more than its average competitor over the last ten years.

This is a great achievement for REST.

REST Outstanding in Long Term

Over the past 20 years to 30 June, 2011, REST earned 8.3% per annum for its members. This is outstanding long-term performance

. REST aims to beat inflation by 3% per annum over the longer term. Over the past 20 years, the Consumer Price Index plus 3% was 5.6% per annum.

REST has therefore achieved its performance objective easily.

Members of REST can be proud of the investment performance of their super fund as they watch their retirement savings grow.

Q: I have found out that someone from work is saying horrible things about me on Facebook, what can I do about it?

A: If you can, print what has been written and take it to your Store Manager.

Bullying, intimidation and harassment, even on Facebook, can lead to termination.

If you are unsure of your rights or if your employer does not support you, contact the SDA office on 4961 4694.

Q: When I have to have a meeting with the Manager, can I take someone with me?

A: Yes. Never attend a meeting, especially a counselling, on your own if you don’t feel comfortable in that situation. You are entitled to - and we recommend that you, bring a support person with you. Your Union Delegate would be a good choice in this situation but if not available you can choose someone else. If at any time during the meeting you get upset or feel uncomfortable, you can ask for a break or for the meeting to be postponed to another time. If you know the meeting is of a serious nature you should contact the SDA Office to seek advice and, if necessary, we with get your site Organiser to attend the meeting with you.

Q: I have been asked by my Manager to attend a meeting. Does he have to tell me what the meeting is about?

A: Yes. You are entitled to be informed of the reason for the meeting if you ask. Also, the meeting should be set down at a time that suits you and the Manager, as well as a Union representative if they are attending with you.

Q: I have been working for my employer for a couple of months now and I have never received a pay slip. Do they have to give me one?

A: Your employer, by law, must provide you with a pay slip to coincide with every pay and you should receive this within a day of being paid for that pay period. A pay slip can be either in an electronic form or a hard copy.

If you are not getting pay slips you need to speak to your manager or payroll office to find out why. Payslips are important as they are a record of your pay period for you to check that you have been paid correctly for the hours you have done.

Staff shortages can be very distressing for our members and the SDA recognises this and understands the predicament facing retail workers.

An unfortunate side effect of staff shortages is the rise of stress in the workplace.

A Health and Safety Issue

This is why the SDA takes staff shortages very seriously as a health and safety issue.

When workers have to work beyond reasonable limits, the likelihood of workplace injuries increases.

What employers need to understand is that one unfortunate side effect of staff shortages is stress levels in the workplace increasing to the point of hurting their workforce.

The feeling that there is so much to do with so little time can be made worse when customers become unhappy because they can’t get the level of customer service they want.

To the great credit of workers in retail and fast food industries, they often deal with customers in a very polite and understanding way, even if the customer is unreasonably upset.

It is never fair for companies to cut labour to maximise their bottom line at the expense of the health and safety or employees.

If, as a result of staff shortages, you are forced to work unreasonable hours then you need to call the SDA.

Rostering limits are set down in your Enterprise Agreements for your protection.

Speak Up

If your health is at risk due to increased pressure at work from staff shortages, speak up and report the health risks you are experiencing.

If you are feeling distressed or stressed, you also need to speak to the appropriate people.

You may need to visit your doctor if you feel your physical or psychological health is at risk.

Your Rights

These are some important things you need to know:

• You don’t have to work extra hours without getting paid because of staff shortages.

• The company needs to be told regularly if any problems occur.

  It’s not sensible to keep it to yourself if you are suffering physically or emotionally as a result of understaffing.

• You need to tell your manager/supervisor if you are being abused by customers due to staff shortages.

Please remember, if you are under any pressure, take your concerns to the company and/or contact the SDA office on 02 4961 4694.

Have you ever been evaluated on your job performance based on a mystery shopper report?

For some employees in the retail and fast food industries, mystery shoppers are a regular feature of their work environment. For others ,it is rare or nonexistent.

Mystery shoppers have become a popular tool used by some employers to assess an employee’s performance and the quality of customer service without the employee’s knowledge that he or she is being observed.

However, mystery shopping is by no means an exact science.

Evaluating an individual shop assistant’s performance based on a single transaction may be unfair or misleading.

Any good scientist or statistician will tell you that assessing performance or behaviour based on a single experiment is not a reliable measure of the person’s overall performance.

There are a number of problems associated with mystery shopper reports when they are used as a disciplinary tool, rather than as a tool for providing employees with further training and support.

Firstly, the employee may be having an off day and failed to “up-sell” the candy bar with the fuel transaction with that particular customer - but offered the product to every other customer served that day.

Secondly, a performance review based on a single transaction may fail to take into account other extrinsic factors which occurred on the day, such as understaffing (leading to work stress) (leading to work stress) and/or unusually high customer traffic.

These are matters beyond the employee’s direct control which may have adversely affected the employee’s performance during that transaction.

Alternatively, the ‘Mystery Shopper’ may be having a bad day which may influence or unfairly colour their report on the visit to the site or store.

Comments made by the mystery shopper about an employee’s demeanour or attitude are naturally subjective.

Thirdly, in circumstances where the employee cannot recall the transaction, which may be the subject of a report received days, weeks or months later, there is no way for the employee to adequately or fairly respond to any criticism of their performance.

Finally, if the employee does remember the transaction but denies the conduct or behavior which is alleged (e.g. did they attempt to up-sell to a large combo or meal; did they greet the customer politely?), how can the employee defend themselves when the anonymous nature of the mystery shopper report denies them the right to face their accuser?

In these circumstances, the nature of a mystery shopping report may also deny an employee their right to natural justice.

The SDAs Position

The SDA strongly believes that there should be no disciplinary action taken against an employee - such as a termination, warning or counselling - as a result of a mystery shopper evaluation, for the many reasons mentioned above.

If you are counselled, warned or terminated due to a mystery shopper evaluation, don’t just accept it.

Get advice because the disciplinary action may be unfair or unlawful.

Contact the SDA on (02) 4961 4694 or email us at secretary@sdan.org.au .

Have you ever been in a situation where you didn’t know how to help?

Accidents and injuries can happen at work but they are not limited to worksites.

Parents believe that they are the best people to look after their own children and in most cases, this is correct. But what happens if there is an accident or injury at home. Would you know what to do until the ambulance arrives?

There have been many articles in the news where children have fallen into pools, run over by a car in the driveway, burnt themselves with hot water or perhaps had a spider or snake bite…would you know what to do?

A First Aid Kit is a necessity in all homes, workplaces and in your car. Basic First Aid is not hard to learn but could be the most important thing you ever learn.

St John Ambulance can teach you these skills and it may save the life of someone you love. St John Ambulance offer discounts to SDA members on First Aid courses and also First Aid Kits.

First Aid Training

You can learn first aid by booking into a course at Adamstown, or getting a group of people together and having a trainer come to you (Conditions apply). You can get people together for group training from sporting clubs, neighbours in your street, friends from playgroup, school or other interests.

Your workplace may be required to make sure that there is a qualified First Aider on each shift. If this is the case, the company may be obligated to pay to have someone trained - this could be you. Let your manager know if you are interested, to see if this is an option for you to become trained. If the company pays for you to attend First Aid training, you may also be entitled to a weekly or hourly allowance under your Enterprise Agreement once you are qualified. This allowance does not apply if you have done the course on your own initiative.

History Of St John

A group of citizens in the 19th Century revived the Order of St John in England, drawing their inspiration from the example of the Knights of St John who, in medieval times, offered care and shelter for pilgrims and crusaders. St John Ambulance was subsequently formed to put its humanitarian ideals into practice in the new industrial society, promoting the cause of first aid for the sick and wounded through volunteer effort – a novel concept at the time and a much needed one. The movement spread to Australia in 1883 and has since developed into the organisation that we know today. The work of the Order of St John is carried out in the many countries around the world. St John is a Royal Order of Chivalry with the Queen as its Sovereign Head.

Volunteers

Just recently, St John Ambulance volunteers could be seen offering first aid assistance in the disasters we have suffered in the North Queensland and NSW floods, as well as in the Christchurch Earthquake, and locally at the Newcastle Show and many sporting venues such as your children’s netball, soccer and rugby league games to name a few! St John Ambulance is a regular presence at many local and major events, supplying first aid and safeguarding the health of the community.

St John also offers training for juniors between 8-11 years and cadets 11-17 years. Many volunteers, young and even older people, have found this a great stepping stone if they are choosing careers as an ambulance officer, nurse or in medicine.

To find out more about becoming a volunteer, learning basic first aid or buying a first aid kit, please contact St John on 1300 360 455 or check out their website www.stjohnnsw.com.au

Please remember, the life you are saving, could be one of your own.

In my job as an Organiser, members often ask me questions about seeing the doctor, or make complaints about having to wait weeks for an appointment to see their GP.

While I can’t wave a magic wand to solve all of the problems associated with the local health system, I can suggest a service that may help you if you are in need of a doctor.

It’s called the GP Access After Hours Service.

This is a service that provides you with access to a doctor after hours, and it’s free - all you need is your Medicare card.

The GP Access After Hours service is available for all people who are unwell or injured and for whom care is necessary prior to the next working day.

It provides comprehensive after-hours primary medical care for patients of the Hunter Urban Region.

Patients can access an after hours phone triage and advice service on 1300 130 147.

Trained registered nurses provide advice to patients regarding the most appropriate service for their problem, including referring you to one of the clinics (see below) if necessary.

The hours of operation for the advice line are:

• Monday to Friday 6:00pm to 8:00am next day.

• Saturday 1:00pm to 8:00am next day.

• Sunday and Public Holidays 8:00am to 8:00am next day.

The service bulk bills, however, there may be out of pocket expenses for some pathology tests.

The employer of a person with a work-related injury will be invoiced for the applicable workers compensation fee.

GP Clinics

There are five clinics operating in the Hunter region.

Each clinic is staffed by a GP and a Registered Nurse with clerical support.

The clinics are located at:

• Maitland Hospital

• Belmont Hospital

• John Hunter Hospital

• Westlakes Community Health Centre.

• Newcastle Community Health Centre.

All clinics have fully-stocked pharmaceutical units for patients unable to access pharmacy services out of hours, and pathology and imaging services are available onsite or through some other arrangement.

The hours of operation for the clinics are:

Belmont, John Hunter and Maitland:

• Monday to Friday 6:00pm to 11:00pm

• Saturday 1:00pm to 11:00pm

• Sunday and Public Holidays 9:00am to 11:00pm

Newcastle and Toronto

• Monday to Friday 6:00pm to 10:00pm

• Saturday 1:00pm to 10:00pm

• Sunday and Public Holidays 9:00am to 10:00pm

Anyone who needs routine or non-urgent care should be see their own GP during normal surgery hours.

With the right information and advice, many non-serious health problems can be managed at home.

If you need any further information about this service, you can log on to www.gpaccess.com.au, or contact the Office and speak to your Organiser.

Have you ever sustained a broken bone, Fracture or other Permanent injury due to accident at home, on holidays, playing sport or out and about with friends and Family?

Unfortunately we never know what’s around the corner for us and as a working nation with increasing bills and cost of living. Our Income is our lifeline to provide food, shelter and clothes for ourselves and loved ones.

Because the SDA has over 230,000 members nationally we have been able to negotiate a FREE Accident Insurance Policy which automatically covers you outside of work if you sustain an injury in the event of an accident.

If you injure yourself at work it is classed as Workers Compensation however outside of work, unless you have private life insurance (which can cost $100’s per year), you’re not covered for anything. With the SDA you are covered 24-7 around the clock for FREE.

Below are just a few of the injuries that the Accident Insurance Policy covers due to an accident which in most cases is 95% of the time:

• Broken Bones and Fractures including Toes and Fingers (up to $1,000 a claim)

• Ambulance Costs (associated with injury from an Accident)

• Paraplegia or Quadriplegia ($40,000)

• Permanent Loss or use of hearing, limbs, eyes, sight, fingers, toes (up to $40,000)

• 3rd Degree burns from a fire or chemical to more than 40% of the body ($20,000)

• Tear of an Achilles tendon($2,000)

• Alterations to home or Vehicle because of a Permanent Injury sustained (80% of costs up to $11,000)

• Plus more (contact our office for a full listing of injuries)

The Death policy is payable as below:

• Member without dependent children ($12,000)

• Member with dependent children ($40,000)

The SDA also has a Mortality Fund Benefit which is paid upon the death of a member/Honorary member. The amount payable depends on the years of membership as follows:

• 1 - 5 years = $600.00

• 5 – 10 Years = $900.00

• 10 – 20 Years = $1,200.00

• 20 – 30 Years = $1,800.00

• 30 – 40 Years = $2,400.00

• 40 Years + = $3,000.00

So if you or a member you know has injured themselves outside of work or passed away and are not sure if they are entitled to a claim, please contact the SDA Office on 02 4961 4694.

Please note: the information contained here is an outline only. The SDA is bound by the full terms and conditions which is available at the SDA Office.

After 10 years of continuous service with the same employer, Long Service Leave is an entitlement we can all enjoy.

“Continuous Service” means you have not taken any unpaid leave approved by the Company, or left and then returned back to the company. Any unpaid leave “freezes” all entitlements for the period of that unpaid leave, this period of time will be added to your anniversary date to make up the 10 years before you are entitled to your long service.

For 10 years of service you are entitled to 8.67 weeks of pay – just over 2 months! This entitlement applies to everyone, full-timers, part-timers and casuals as well!!

Long Service Leave is calculated in three ways and you receive whichever is the greater:

• Ordinary pay that you received at the time of you taking your Long Service;

• For Part-Time or casual employees whose weekly earnings vary, the average ordinary earnings in the previous 12 months before Long Service is taken; or

• The average weekly amount of ordinary pay earned in the last five years.

It is important to remember that if you were full-time or part-time and have reduced your hours the average rule applies. Penalty rates, loadings and overtime are not included in your long service leave.

Your Long Service Leave may be paid to you in the following ways by mutual agreement.

• in full at the commencement of your leave, or

• at the same time as your pay goes in, as if you were working each week.

Paying out of Long Service is not an option unless you are resigning or being terminated.

The taking of Long Service Leave is to be decided by mutual agreement between the employee and employer. However, it should be taken as soon as practicable after it falls due. If you have a later date that you wish to use your long service for (travel, retirement etc.) talk to your employer about it and you may be able to come to some agreement.

If your employer sells the business and your employment transfers from the old to the new owner, all your entitlements roll over unless you have been paid out by the old employer.

If you have worked for a company for more than five years but less than ten years, you may be eligible for “Pro-Rata” Long Service. If you resign due to illness, death, pressing domestic responsibilities or are terminated by the company for anything other than serious or wilful misconduct, you may also be entitled to Pro Rata Long Service Leave.

If you are thinking of retiring or just want to ensure you get the best outcome to make your Long Service Leave work for you, please contact the union office on 4961 4694.

I often visit our small fashion and fast food outlets. Of all the stores we cover, these areas of the retail industry have the lowest Union membership.

Thanks to the hard work of our Recruitment team, our membership in these areas has grown significantly over the last two years, but we still have a long way to go.

Often the issue seems to be a lack of awareness. Staff in these sites just don’t understand what the Union is and what we do for our members. Not so long ago, many of these sites had no members in them at all, but due to our concerted efforts this is becoming less common.

Within the larger companies we deal with, recruiting new members is a lot easier due to Union provisions in their Enterprise Agreements or induction access.

These large companies have generally got Union delegates in store to encourage Union membership and assist members. Higher Union membership means that these stores also see more of our Organisers - as they enter the site to attend meetings or resolve member issues – than smaller sites. Small worksites can present more of a challenge for us in recruiting new members.

So when it comes to this area of retail – we need your help!

If you are a Union member in fast food, fashion, liquor or any of our other small retailers we need you to talk to your work mates and encourage them to join the Union.

It may be as easy as telling them about the industrial services, as well as the great benefits – such as discounts and special offers - that Union members receive. It is surprising how many employees are unaware of these aspects of Union membership, and often just informing them is enough to get them to join.

Some of the great benefits that people may be unaware of are:

• FREE Accident Insurance (to cover you outside of work) for every SDA member;

• Textbook Scholarships (to assist with costs of studying);

• Free solicitor visit (to help with legal concerns);

• Discount movie tickets (Village, Greater Union and Birch Carroll & Coyle Cinemas);

• Union Shopper (online discount broker);

• FREE EntertainmentTM discount voucher book;

• FREE quarterly journal with puzzles and competitions.

Please encourage your workmates to join, because every Union member that we have within your company helps us to ask for more for you from your company. For example, with higher Union membership we can ask for better pay rises.

So please start talking to other staff and help us raise awareness of the Union within your worksite.

As a Union our strength is in our membership, the more members we have the stronger we are.

This is why we need as many members as we can get within every company. It means that we can effectively bargain better wages and conditions for the workers in your industry.

Everyone likes to know that they have the support of a large organisation such as the SDA behind them; an organisation that they can confidentially seek advice from.

We are here to support our members, no matter which company or sector of retail they work in. So please talk to fellow employees and encourage non-members to join and play their part towards getting better pay and conditions at work.

Special Attention for Young Workers

Young workers are most at risk of unfair treatment within workplaces, as they are often unaware of their rights and entitlements or even the role of the Union.

I find in a lot of cases that young people believe that the Union works for the company or is some sort of government body, which is distressing to say the least. Neither assumption is accurate but both are common misconceptions amongst young workers.

This is why it is important for the more senior employees of a site to educate the younger workers as to what the Union does for them and our role in the workplace. We are here to support our members in the retail industry and when everyone knows who we are and what we do, it makes our job a lot easier.

So please talk to the people in your workplace about the Union and all the good things we provide and help promote the benefits of belonging to an organisation that operates solely for its members.

If you need a membership form or information on the Union please call our office on 49 614 694.

I was watching a new show on the television the other night and realised how important the message was that they were trying to get across.

Many workaholics do not take their holidays.

I believe this may be true for many of our members who have just survived the busy Christmas time in retail.

I’m sure you would all agree that you feel like a holiday.

Why You Need A Break

Companies give their permanent employees Annual Leave entitlements to give them a chance to have a break; to spend time with family and friends and to catch up on much needed rest and day-to-day chores, as well as being able to travel.

These breaks are very important to enable us all to function well and to not constantly be “under the pump” in the retail world.

How to Apply

If you wish to use some of your Annual Leave, apply for it by filling out the appropriate paperwork and handing it to your Line Manager.

The staff in your cash office will be able to give you the paper work.

Things You Need to Know

There are particularly busy periods throughout the year, such as Christmas, Easter and stocktake.

If you need time off during these periods, speak to your manager. If you encounter any problems or you are unsure, phone the SDA on 02 4961 4694 and we will be able to advise you.

Make sure you apply for Leave first and then book your holidays - not the other way round - in case your leave application is not approved and you are unable to get a refund on your booking.

Permanent Team Members (both full-time and part-time) are entitled to four weeks of paid holiday leave each anniversary year.

When you take your Annual Leave you also receive some leave loading on top of your base rate of pay.

Any Annual Leave that you have not used in your anniversary year accumulates into the next one.

Casual employees receive extra loading on top of their standard hourly rate to compensate for leave entitlements, so they are not entitled to paid leave.

If you are a casual and intend to go away for a holiday, or are unavailable between certain dates, let the business know as soon as possible.

Single days of Annual Leave are generally allowed, with the number of days varying from company to company, however having many single days off means you are not utilising the full benefit of being able to have a real rest!

You Deserve It

So whether you are a workaholic or not, all permanent employees are entitled to a rest.

Make sure you use your Annual Leave as a chance to rest and recover.

You work hard all year and deserve it, plus it is something that the SDA has worked hard to gain for you.

Remember if you need some help, support or advice on any issue to do with taking leave, please ring the Union office on 02 4961 4694.